• The US Air Force also found that by using emotional intelligence to select recruiters, they increased their ability to predict successful recruiters by nearly three-fold. The immediate gain was a saving of $3 million annually.
• Experienced partners in a multinational consulting firm were assessed on the EI competencies plus three others. Partners who scored above the median on 9 or more of the 20 competencies delivered $1.2 million more profit from their accounts than did other partners - a 139 percent incremental gain.
• An analysis of more than 300 top-level executives from fifteen global companies showed that emotional competencies distinguished stars from the average.
• In jobs of medium complexity (sales clerks, mechanics), a top performer is 12 times more productive than those at the bottom and 85 percent more productive than an average performer. Competency research in over 200 companies and organisations worldwide suggests that about one-third of this difference is due to technical skill and cognitive ability while two-thirds is due to emotional competence.
• At L'Oreal, sales agents selected on the basis of certain emotional competencies significantly outsold salespeople selected using the company's old selection procedure.
• In a large beverage firm, using standard methods to hire division presidents, 50% left within two years, mostly because of poor performance. When they started selecting based on emotional competencies, only 6% left in two years. Furthermore, the executives selected based on emotional competence were far more likely to perform in the top third based on salary bonuses for performance of the divisions they led.
• Research by the Center for Creative Leadership has found that the primary causes of derailment in executives involve deficits in emotional competence. The three primary ones are difficulty in handling change, not being able to work well in a team, and poor interpersonal relations.
• After supervisors in a manufacturing plant received training in emotional competencies, lost-time accidents were reduced by 50 percent, formal grievances were reduced from an average of 15 per year to 3 per year, and the plant exceeded productivity goals by $250,000.
• One of the foundations of emotional competence -- accurate self-assessment -- was associated with superior performance among several hundred managers from 12 different organizations.
• A study of 130 executives found that how well people handled their own emotions determined how much people around them preferred to deal with them.
• For sales reps at a computer company, those hired based on their emotional competence were 90% more likely to finish their training than those hired on other criteria.
• At a national furniture retailer, sales people hired based on emotional competence had half the dropout rate during their first year.
• For 515 senior executives analysed by the search firm Egon Zehnder International, those who were primarily strong in emotional intelligence were more likely to succeed than those who were strongest in either relevant previous experience or IQ. In other words, emotional intelligence was a better predictor of success than either relevant previous experience or high IQ.
• Financial advisors at American Express whose managers completed the Emotional Competence training program were compared to an equal number whose managers had not. During the year following training, the advisors of trained managers grew their businesses by 18.1% compared to 16.2% for those whose managers were untrained.
• The most successful debt collectors in a large collection agency had an average goal attainment of 163 percent over a three-month period. They were compared with a group of collectors who achieved an average of only 80 percent over the same time period. The most successful collectors scored significantly higher in emotional intelligence competencies.

 

Using 360 Degree Feedback to improve Emotional Intelligence

 

In the previous article we looked at the TTI - Emotional Quotient instrument and talked about the value of establishing a measurement of your emotional intelligence.  This is valuable and is a very reliable and valid instrument.

 

However to supplement the TTI - EQ report, many people find they get an added dimension to their EQ self awareness by getting 360 degree feedback.

  

For instance, if you think you are self-aware and are interested in checking your assumption, you can use a 360-degree assessment to give you some added insights. A 360-degree assessment allows you to rate yourself on a variety of items and then asks others to rate you on these same items. The beauty of a 360-degree assessment is that it allows you to check your accuracy by seeing yourself through the eyes of others.

 

If you think you are a good listener, a 360-degree assessment would ask you to rate yourself, and then would ask others to rate your listening skills. "Others" could include your coworkers and peers, your boss, your direct reports, or others who know you and interact with you in the workplace. This data, then, would serve as a way to help you understand what others see. The reason for obtaining 360-degree feedback is, of course, to uncover blind spots. Without this data, you may be missing important development opportunities.

 

If you think you're a terrific listener, then you wouldn't spend time trying to improve that skill. Now, on the other hand, if you thought you were a terrific listener and data from numerous other people said that you were not, then you may wish to spend some time developing in this area. Studies have linked 360-degree feedback and increase in managerial effectiveness because of an increase in self-awareness. .

 

At matrix vision we have 3 surveys that specifically use Goleman's Emotional Intelligence competencies as well as many more pre-designed surveys on various categories relating to Emotional Intelligence competencies (including Goleman's sub competencies).  However we can also work with you to design a survey that specifically meets your needs.

To talk with us about how you can use feedback to help improve your organisation, please

  contact us